A Simple and Effective Method for HR to Exceed Recruitment KPIs

The use of KPIs (Key Performance Indicators) to evaluate the work performance of each department and division, as well as to measure the operational efficiency of the entire company, is no longer unfamiliar, especially for the human resources recruitment department. However, at present, as the digital technology race becomes more complex and intense than ever, the issues surrounding how to both reduce business costs and quickly exceed recruitment KPI targets have become a top concern for HR professionals.

Important Recruitment KPI Metrics You Need to Know

1. Total Applications / Recruitment Drive

This metric is used to measure the effectiveness of the company’s recruitment communication campaigns. For accurate assessments, you should calculate this metric separately for each department.

2. Qualified Candidate Rate

This metric is used to evaluate whether the targeting of recruitment campaigns has been truly effective.

Qualified Candidate Rate = Number of Qualified Candidates / Total Number of Applicants

3. Recruitment Advertising Campaign Effectiveness Metric

This metric is calculated as Total Recruitment Cost / Total Number of Applications

This metric is used to evaluate how much money you need to spend to bring in one candidate.

4. Average Time to Hire

This metric is the average time from when the company starts a recruitment campaign until the candidate begins their probationary period.

5. Sourcing Channel Effectiveness

This metric is calculated based on the number of qualified CVs from each sourcing channel per campaign.

Based on the metrics above, recruiters can measure and optimize the recruitment plan for the business.

See more: KPI Template for Customer Service Staff

What Prevents HR from Exceeding Recruitment KPIs?

Overwhelmed by Recruitment Channels

Choosing the best and most reliable communication channels to “entrust” with recruitment information is extremely important.

In reality, many businesses do not have a clear understanding of how to use media, constantly requesting posts on many different recruitment channels, which leads to difficulties in screening and storing candidate information.

Tracking and updating information also face many obstacles because it’s impossible to prioritize and respond to candidates in a timely manner, making it easy to overlook many potential talents for the company.

Too Time-Consuming

Previously, HR departments had to use “rudimentary” tools or, worse, were forced to filter emails and candidate CVs manually every day without any software support.

Recruiters often have to manually sort through each candidate’s email and CV carefully. However, this method is very time-consuming, labor-intensive, and prone to errors such as missing applications or accidentally deleting important files, which greatly affects the business.

Difficulty in Scheduling Interviews

Scheduling has always been one of the most challenging issues, not just for the recruitment department but for other departments as well.

Currently, businesses have not optimized this process as they still use manual labor to schedule, often leading to forgotten or double-booked appointments for candidates.

Inaccurate Candidate Competency Assessment

The lack of centralized information storage and aggregation makes it difficult to optimize the process of assessing a candidate’s true capabilities. As a result, many talented and potential candidates are overlooked or misjudged.

See more: KPI Template for Sales Staff – Increase Sales Closing Efficiency by 65%

3 Most Effective Ways to Help HR Achieve Recruitment KPIs

1. The Traditional Method: Excel, Word

Previously, recruitment specialists often used tools like Excel and Word to track and update candidate information.

While storing information on these tools is simple and easy to use, it consumes a lot of time and effort because it must be done entirely manually. Therefore, this method has not yet optimized efficiency in managing the recruitment process.

2. The “Digitalization” Method with Google Calendar, Docs, Sheets

In the flow of the 4.0 era, Google Calendar, Docs, and Sheets are now extremely popular tools in businesses. 

With features similar to Excel and Word, departments in general, and the recruitment department in particular, often use these tools to schedule, assign tasks, and track candidate profiles. 

However, this “digital” method is considered more convenient than traditional methods because it is easy to log in and use. 

3. Digitizing the recruitment process with HRM software

The intelligent HRM feature set can optimize the efficiency of the recruitment process by digitizing all tools, automatically updating, and storing all candidate profiles. 

• Features the ASK framework to help assess candidate competencies fairly and accurately without taking as much time as before.
• Automates everything, including updating and consolidating information. Therefore, managers are no longer in a “passive” state when it comes to requesting recruitment status reports. 
• Minimizes costs while reducing the waste of human resources for the business.

1Office – Effective Recruitment Management Software

Featuring outstanding intelligent feature sets like: Workplace, HRM, CRM, 1Office is the optimal solution that helps recruiters save a significant amount of time compared to using traditional methods. 

With HRM, candidate profiles and information are automatically synchronized on the system. The smart application will parse and analyze the data source, allowing recruitment specialists to assess the candidate’s abilities more accurately and fairly. 

Compared to spending a lot of time using tools like Excel and Word to compile and report to superiors, 1Office automatically updates reports so that managers can evaluate each recruitment channel as well as the work performance of each employee. For unsuccessful candidates, the software immediately helps store their profiles so they can be contacted for other positions in the future. 

Applying software in the recruitment process helps improve its efficiency and quality. To build effective recruitment KPIs, recruitment management software is definitely a useful tool that every HR professional needs. To get the most effective management solution for yourself, contact 1Office for the most dedicated consultation.

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